If the employee needs a witness to sign the agreement, a lawyer can actually testify to that signature. However, it would be very unusual to ask the lawyer to sign or stamp the agreement. However, as with all litigation or litigation, there is no guarantee of results and you can ultimately get less than what was offered to you under the transaction agreement, even if your claim is successful. The main advantage of an employer and a worker entering into a transaction agreement is a guarantee of result. An employee may refer his case to the Labour Relations Board, often for very strong reasons, but he cannot achieve the desired desire or result. An employer can tacitly rely on the ability to defend a worker`s corresponding rights, but at what corporate, financial and reputational costs? Such a requirement may be violated to the extent that it is required by a judicial or judicial decision or by the administrative authority of the state within the framework of a competent court. As a general rule, the employee has some leeway or flexibility to report or notify the existence of the transaction contract to direct family members, lawyers and other professional advisors. As a general rule, a transaction agreement contains a clause that the terms of the agreement between the employer and the workers are confidential and that no information about the content, conditions or existence of the agreement is disclosed or published directly or indirectly. It is very common for workers to feel that the amount of compensation offered under a transaction agreement can, in some way, serve as leverage to the employer when a decision is before the Labour Relations Board. This is a false belief, because all discussions on the final agreement are private and confidential between the parties. Transaction agreements often continue under a large number of other names.
They are sometimes referred to as “withdrawal agreements,” “compromise agreements” or “end-of-contract agreements.” However, their main objective remains the same, regardless of how they are described, in order to register the final and agreed terms between an outgoing worker and his employer. There is no obligation for an employee to sign a transaction contract and should only do so if the financial conditions are favourable to him. It is therefore important for both parties to identify the consequences of the document they have signed.